Candidate attraction and engagement in the era of Web 2.0

Transcription

1 Candidate attraction and engagement in the era of Web 2.0 Paul Slezak

2 This WebinR is being recorded Please ask questions by typing using the chat tool and we will work through them at the end of the presentation if time does not permit for answers to be provided during the course of the WebinR

3 Presenter Details Paul Slezak has a background in recruitment and advertising in Australia and Hong Kong and is the founder of 2 dots ( - a boutique business that facilitates career or business change for individuals, teams and organisations. He is also Director of Recruitment Academy ( - Australia s leading provider of tailored induction and training courses to the recruitment industry where he heads up learning and development.

4 Learning Outcomes Understanding that there is so much more to attracting candidates in the era of web 2.0 than just relying on social media Becoming familiar with Search Engine Optimisation and understanding why your web site needs to be the focal point of your recruitment strategy Making the most of social media / social networking sites Realising that above all it is still personal service that drives our industry

5 How do people currently find you? job boards your web site print advertising word of mouth / referral how else do people find you?

6 Something to ponder Recent statistics show that globally there are nearly 40,000 Google searches taking place every second. The average number of job related searches conducted on Google every month is approximately: 42 million (in Australia) 765 million (worldwide)

7 This may surprise you More people searched on Google last month around the world for jobs or job related queries than they did on all job boards combined. And yet less than 3% of companies are actually benefiting from these searches. (Google s own keyword tool) shows how many hundreds of thousands of searches are being conducted every day across the globe on jobs and job related queries. You should check it out!

8 With this in mind what can you do? What is a website identifier? What does your website identifier say about you?

9 Just a few examples of recruitment agency identifiers Hays: Hays Recruitment, Jobs, Careers, Staff, Salary, Employment Adecco: Employment Services, Recruitment Agency, Temporary Job, Sydney, Melbourne, Brisbane, Adelaide, Perth Lloyd Morgan: Accounting jobs Finance jobs Accountants Finance Manager Lloyd Morgan Accounting Talent Specialists AAA Recruitment: AAA Recruitment ABC Limited: Welcome to ABC Limited

10 How can you improve your Search Engine Optimisation Remember your website identifier is searchable The content of your website is searchable. Do you have the right key words scattered throughout your copy? Or is your copy full of clichés? The content of your ads on your website is searchable Just how live is your website? How can you ensure your site is always kept live?

11 Social Media Social Networking Sites

12 Pros and cons of social networking sites (from a candidate attraction and SEO perspective) Twitter: Engages with your customers in a viral way, helping your company stand out from the masses. Value to your site s SEO is limited however a good way to announce hot jobs. Limited character count. Facebook: Great for brand exposure. Great for engaging with people who like (and already know) your brand. Traffic to your site is decent but from the perspective of SEO it s not worth the expenditure.

13 Pros and cons of social networking sites (from a candidate attraction and SEO perspective) Flickr: Unnecessary to spend too much time on this. Even if you get thousands of visits to a photo or hyperlink, click-through rates are among the lowest around. LinkedIn: Effective for demonstrating your organisation s professional prowess. Encouraging employees to maintain complete profiles to strengthen your team s reputation is advisable. Very high page ranking.

14 Pros and cons of social networking sites (from a candidate attraction and SEO perspective) YouTube: Very good for building links back to your site because videos rank very highly. Remember traffic goes to the videos you then need to include a hyperlink to take viewers back to your site. Remember to distinguish the use of social media / networking sites from a company perspective as opposed to a personal branding initiative.

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16 Making the most of social networking sites How to improve candidate attraction and engagement? LinkedIn case study Remaining considered how this can make a big difference Initiating a candidate relationship online but building a candidate relationship off line. It is absolutely essential that your organisation has a social media policy. You (and your organisation) need to be aware of the consequences that may arise from incorrect use of social media and social networking sites

17 Key Messages Summary With 42 million job related searches per month, 1.4 million per day, 58 thousand per hour, 972 per minute and 16 every second, the landscape for attracting and engaging talent has changed forever. From personal experience there is still one thing that separates the best recruiters from the masses. And that s personalised service. So whilst we live in the era of web 2.0, remember to engage with your candidates at a personal level too.

18 More Information If Members require further information they may

19 Forthcoming WebinRs October 6 th 2010 Understanding what makes your Recruitment Team Tick For further details, and to register, Visit: